ANNUAL LANGUAGE-DESIGNATED POSITIONS REVIEW:

UNCLAS SECTION 01 OF 03 STATE 045248 INFORM CONSULS, FOR MANAGEMENT OFFICERS, ROME PASS MFO E.O. 12958: N/A TAGS: AMGT APER SUBJECT: ANNUAL LANGUAGE-DESIGNATED POSITIONS REVIEW: MAY 15, 2009 DEADLINE FOR REQUESTING CHANGES REFS: A) 08 STATE 58857 B) 07 STATE 86636, C) 06 STATE 11747, D) 06 STATE 11421, E) 06 STATE 09014 AND PREVIOUS F) 05 STATE 233598; AND G) 05 STATE 23596 AND PREVIOUS ¶1. This is an action request - please see paragraph 11. SUMMARY -------------- ¶2. The Department requests that posts review Language Designated Positions (LDPs) and respond by May 15, 2009. Posts and bureaus should weigh competing demands, including desired language proficiency in positions abroad versus the need to minimize staffing gaps in light of the Department's commitment to Congress to increase LDPs and language proficiency. The current shortfall of mid-level Generalists will only be partially mitigated by Diplomacy 3.0 new hiring during the upcoming summer bidding cycle. Posts/bureaus wishing to increase language designated positions must absorb gaps when employees are in training to attain language proficiency. The Department's goal of increasing language competence for all employees will shape the LDP review. Deadline for response is May 15, ¶2009. END SUMMARY. -------------- LANGUAGE PROFICIENCY -------------- ¶3. Professional language proficiency is important to enhance U.S. effectiveness abroad, especially in countries of critical concern. Language proficiency is a central component of the Career Development Program (CDP) for Foreign Service Generalist and Specialist employees. Although resource and operational constraints limit the Department's ability to increase language proficiency, we are trying to expand language training opportunities to help meet these objectives, particularly in critically needed languages such as Arabic, Chinese, Hindi, Urdu, Pashto, Dari and Farsi. A gradual increase in the number and proficiency levels of Language Designated Positions (LDPs) overseas is central to this process. Operational need is the decisive criteria for each language designated position. LANGUAGE DESIGNATED POSITION CHANGES -------------- ¶4. This message solicits requests for changes to Language Designated Positions. Posts may request changes for any position regardless of when it comes open; this message is timed to afford the Department an opportunity to adjust language designations prior to the assignment cycle that begins this summer. Please respond by May 15, 2009. GENERALIST CAREER DEVELOPMENT PROGRAM REQUIREMENTS -------------- -------------- ¶5. Generalists are required to demonstrate proficiency in one foreign language at the 3/3 level before opening the window for consideration for promotion into the Senior Foreign Service. Generalists may select an additional language at 3/3 as a Career Development Program elective. See http://hrweb.hr.state.gov/prd/hrweb/cda/FSCDP /index.cfm for details and CDP implementation information. SPECIALIST CAREER DEVELOPMENT PROGRAM REQUIREMENTS -------------- -------------- ¶6. General Services Officer, Diplomatic Security Agents and Office Management Specialists tenured after January 1, 2006, must demonstrate 2/2 proficiency in one foreign language. Regional English Language Officers must demonstrate 3/3 (or 2/2 super-hard) for promotion to 01. Successful completion on an FSI FAST course is mandatory for diplomatic couriers. Other Specialists may choose language proficiency as a CDP elective. Posts should consider designating non-LDPs Specialist LDPs as 0/0 (language preferred). Refs C-E and http://hrweb.hr.state.gov/prd/hrweb/cda/FSCDP /index.cfm contain details and CDP implementation information. POST AND BUREAU ROLE: PLANNING TIMELINES -------------- ¶7. Post judgment in language designation is critical. The Department welcomes posts' active participation in this annual review. Foreign policy goals and the Career Development Plan require that we make language training available to those who need it. Posts should note the Transfer Eligibility Date (TED) of incumbents when reviewing positions and how a change would affect the TED and advertising the position. The May 15 deadline allows participating bureaus and offices to discuss and effect changes in time for the summer 2010 assignment season. The Department will work with posts and bureaus to make changes with the least disruption to post operations, to avoid disadvantaging bidders and to ensure that your LDP vacancies attract the widest range of qualified bidders. PROFICIENCY LEVELS -------------- ¶8. Requests for changes should recommend specific speaking and reading levels - see 3 FAH-1 H-2731.2 for definitions. In requesting LDP changes, keep in mind that designations may vary from the usual S-3/R-3 level, including asymmetrical designations in which a mandated speaking proficiency may be higher than the reading proficiency -- S-3/R-2, S-2/R-1, or even S-2/R-0. If job requirements call for either of two languages, consider dual designations, with the preferred language listed first. For advice on specific cases, please contact FSI/SLS - James North or HR/CDA/ML - Nicholas Dean by email. PROFICENCY LEVELS: UNTENURED EMPLOYEES -------------- ¶9. Proficiency requirements for untenured positions at some hard and all "super-hard" language posts may not be higher than the 2/0, 2/1 or 2/2 level, because of the limit on training for untenured employees. ("Super- hard" languages are Arabic, Chinese, Japanese, and Korean.) Entry-level Specialist positions, particularly at "super-hard" language posts, should not be designated above 0/0 unless they require significant daily contact with staff or officials who do not speak English. LANGUAGE PREFERRED POSITIONS -------------- ¶10. In addition to Career Development Plan, 13 FAM 233, 235, and 236 underscore that every Foreign Service employee assigned to a foreign-language post, regardless of portfolio, should have the opportunity for training to an elementary or "courtesy" level. Introductory exposure to a language--via an FSI Fast Course, testing at a 1/1, or otherwise gaining basic knowledge of a foreign language in, for example, post language programs,--pays dividends in repeat tours and training to higher levels of proficiency later in an employee's career. Despite resource constraints, we encourage posts to consider designating positions language- preferred. ACTION REQUESTED -------------- ¶11. Please submit by May 15 a short justification for each LDP change request, giving the following information as appropriate: - Specific tasks requiring language skills and the percentage of time spent on each; - Job factors - including changes in responsibilities that justify changing current language level requirements; - Factors at post that are not directly work-related, but which require an employee to be language proficient; - OIG recommendations for changes in a position's language designation; and - CDP aspects of the request for changes in language designation. Please slug messages requesting changes for HR/CDA/ML - Nicholas Dean, for the Executive Office of your geographic bureau, and for FSI/SLS - Gretchen Welch and James North. (FSINFATC must appear as an addressee on any message slugged for FSI/SLS). Please also slug cables for HR/CDA/AD assignments officers according to their geographic portfolios: AF - LEWIS CLARK EAP - KEN WILLIAMS EUR - TAMARA COMISKEY NEA - NANCY STAFFORD SCA - TRACY MADRIL WHA - DALE RUMBARGER Functional bureaus controlling positions overseas (such as CA, DS, INL, IO, MED and PRM) should coordinate their requests through the relevant regional bureaus. ¶12. As soon as possible, before the summer 2010 bidding cycle begins, HR's Language Officer will chair a committee comprised of FSI, regional bureaus, HR, and other interested offices to review suggested changes. LDP change requests should be for language proficiency that the incumbent of a position requires to fulfill his/her job responsibilities. Requests to upgrade or downgrade LDP requirements will need strong justification. ¶13. MINIMIZE CONSIDERED. CLINTON